Healthy Organizations Research Articles

Successfully Managing Workplace Conflict

Workplace conflict naturally occurs in any organization and can be constructive or outright destructive and costly. There are many types of conflict; leaders are tasked specifically with managing behavioral conflict and challenging interpersonal interactions. This is often a stressful task, yet it is imperative to do so successfully to create a positive workplace culture. This article outlines strategies to successfully manage workplace conflict as a foundation for creating a healthy organization.

TOWARDS ORGANIZATIONAL FLOURISHING: PRIORITIZING EMPLOYEE WELL-BEING

Employee well-being is crucial for a healthy and pleasant workplace, especially in the context of the COVID-19 pandemic. The definition of work has evolved, with flexible terms encompassing location and time. To foster a healthy organization, inclusive working employees well-being is essential. Studies highlight the importance of workplace spirituality, moral leadership, and health-oriented tactics in supporting employee well-being. Integrating well-being treatments into daily routines can improve employee resilience. Ethics and social responsibility are also essential in fostering employee health. The COVID-19 pandemic underscored the need to address stress and family conflict at the work-family interface. A healthy work environment is essential for improving employee wellness and productivity. This study investigates the relationship between employee well-being and organizational health, focusing on employee perceptions, organizational support, and effectiveness of initiatives. The goal is to inform strategies and interventions to enhance employee well-being and organizational health. KEYWORDS : Healthy organizations, employee well-being, leadership, inclusive environment

THE INFLUENCE OF ORGANIZATIONAL CULTURE ON THE LEADER AND TEAM FORMATION, MOTIVATING FACTORS FOR EMPLOYEES' WORK PERFORMANCE

The present article deals with the study of the issue of how the organizational culture affects the formation of the leader and the team, what factors are important for the motivation of employees. Whether the work to be performed is suitable for different means of motivation. Does the level of general satisfaction depend on pay? A good organizational culture is the main factor for the success of the organization. The organizational culture sets the framework for the participation and involvement of the employees, which leads to positive motivation in the organization. Organizational culture refers to the beliefs and principles of a particular organization. Organizational culture varies from one organization to another depending on leadership, motivation of employees and management. Organizational culture plays an important role in team building within a company. It affects how teams are structured, how team members interact and collaborate, and how they approach work. Unfortunately, there are still no clearly defined methods and standards for employee motivation in Georgia, professional training is also not regulated, there are no encouraging activities on the part of organizations that would contribute to the formation of a healthy corporate culture in Georgian companies. As important as it is to maintain a healthy organization, it is necessary to understand and study the importance of organizational culture. This topic becomes more relevant over time, so more leaders and supervisors understand that it is necessary to motivate employees and increase the level of their satisfaction. The formation of a strong organizational culture is very important for the successful functioning of the organization. Correctly selected culture helps the organization to form a strong company. It can be safely said that the organizational culture is the main aspect of the company, without it there will be complete chaos and great failure. It plays a significant role in the success of the company. Personally, I think this issue also adds relevance to the topic. Keywords: organizational culture, team, leader, employee, motivation, factors.

Investigating the Relationship between Organizational Happiness and Quality of Work Life in Teaching Hospitals of Yazd in 2023

Background: A healthy organization is a place which is productive, capable, and efficient enough to deal with the competitive world. The quality of work life is important, not only to improve life at working environment but also the life outside work place; there the present study examines the relationship between organizational happiness and work life in teaching hospitals in Yazd city in 2023.
 
 Methods: This cross-sectional study was conducted in the form of a multi-stage random sampling on 215 people and among the personnel of teaching hospitals in Yazd city. Data collection tool included two standard questionnaires regarding an organizational happiness and the quality of work life. Data were analyzed using descriptive statistics and independent t-student test, one-way ANOVA and Pearson's correlation coefficient test with SPSS 26 software.
 Results: The findings indicated that there was no significant relationship between organizational happiness and any of the demographic variables. In addition, only the education variable (p = 0.011) had a significant relationship with the quality of life variable. Pearson's correlation test also showed that there was a positive and significant relationship between all the components of organizational happiness and the quality of work life.
 Conclusion: According to the results of this study, it is necessary for managers and officials to consider organizational happiness and its important components in organizations by adopting appropriate strategies and providing necessary conditions for its promotion.

Well-being at work factors perceived by social work professionals during COVID-19: reflections for the generation of Healthy Organisations

ABSTRACT The COVID-19 crisis brought with it many questions and highlighted the shortcomings of the different social protection systems, including the Social Services, with the consequent impact on their professionals in the form of stress, burnout, fatigue, etc., which do not emerge as a result of the pandemic, but are exacerbated by the fact that they are already present. For this article, 22 semi-structured interviews were carried out with social workers (as a reference professional in Social Services) in Spain, with the aim of finding out their perceptions and experiences derived from the changes in work organisation during the COVID-19 pandemic, in order to extract strategies and good practices specifically identified by social workers, and for their specific professional field, that lead to an improvement in the quality of working life and well-being in their organisations. The results made it possible to identify some specific practices that could be incorporated into the praxis of these professionals for the construction of Healthy Organisations that could have a positive impact on their working conditions, which could also mean an improvement in the services provided by these professionals to the public.

Occupational health literacy and work ability: a moderation analysis including interpersonal and organizational factors in healthy organizations.

Healthy organizations approach to occupational safety and health should holistically include individual, interpersonal, and organizational levels. There is an empirical research gap in considering different levels in organizations for health promotion in the context of maximizing work ability. This study aims to investigate the association of (1) occupational health literacy (on an individual level), (2) health-oriented leadership (interpersonal level), (3) participation possibilities in health, and (4) values of health in companies (both organizational levels) on work ability. Additionally, we examined the potentially moderating role of health-oriented leadership, participation possibilities in health, and values of health between occupational health literacy and work ability. Cross-sectional data were obtained from 828 employers and employees in small and medium-sized enterprises. Self-report measures included occupational health literacy, health-oriented leadership, work ability, participation possibilities in health at work, and values of health in the company. Occupational health literacy comprises two factors: a knowledge-/skill-based approach to occupational health and a willingness/responsibility for occupational health. Participation possibilities in health are measured regarding participatory opportunities and co-creation of health at work. Values of health in the company capture the importance of health in the workplace and the scope for improving employees' health. Data were analyzed using latent regression and latent moderation analyses controlling for age, gender, and educational level. Occupational health literacy (knowledge-/skill-based), health-oriented leadership, participation possibilities in health, and values of health in companies showed positive associations with work ability. Health-oriented leadership on an interpersonal level was found to moderate the positive relationship between (knowledge-/skill-based) occupational health literacy and work ability. Participation possibilities in health on an organizational level acted as a moderator on the relationship between both occupational health literacy factors and work ability. Individual, interpersonal, and organizational factors play important roles in maintaining work ability in healthy organizations. This study highlights the importance of promoting occupational health literacy among employees and leaders, creating a healthy workplace through health-oriented leadership, and providing participatory opportunities for co-creation in health promotion at work. Future research should further explore these factors' roles in different industries and contexts and how they may be addressed effectively in tailored workplace interventions.

Building and Sustaining a Research Culture

Plenty of research tells us that culture is the most essential ingredient in a healthy organization, yet there are many colleagues who wonder whether research has a healthy place in their campus cultures. The reflections here—originally offered during a discussion at the CCCU’s International Forum in 2022—offer some suggestions for nurturing the place of research on campus. Throughout, an assumption is made that students will be the beneficiaries of a robust scholarly culture. They will live in a community where a spirit of inquiry enriches teaching and a longing for knowledge and understanding enhances faith and service. Additionally, a case is made for research as a vital part of a Christian academic community—a perspective many colleagues share, even amid the tensions over how to pursue it.

Conflict Management in Organizational Communication

This research aims to investigate the necessity of conflict management for fostering organizational health. A healthy organization not only survives environmental changes but also adapts and develops in the long term according to established visions and missions. Utilizing the In-depth Interview and documentation methods, primary and secondary data sources were employed, including literature and internet resources. The qualitative data analysis involved data reduction and presentation. Findings reveal conflicts among operators at a fuel station, specifically concerning discipline, lack of responsibility, and insufficient cooperation in scheduling holidays. Interviews with a station supervisor highlight frequent conflicts, creating discomfort in the workplace. The study suggests the need for proactive conflict resolution strategies in fuel station management to enhance overall organizational effectiveness. Highlights : Strategic Importance of Conflict Management: Effective conflict resolution strategies are crucial for sustaining organizational health and fostering adaptability amid environmental changes. Operator Dynamics in Fuel Stations: Insights into conflicts among fuel station operators, including issues related to discipline, responsibility, and collaboration in holiday scheduling. Proactive Strategies for Organizational Effectiveness: Recommendations for fuel station management to implement proactive conflict resolution measures, ensuring a harmonious and productive workplace environment Keywords: Conflict Management, Organizational Health, Fuel Station Operations, Qualitative Inquiry, Workplace Dynamics

보육교사의 직무만족도가 영유아권리존중에 미치는 영향

Objectives The purpose of this study was to analyze the effect of job satisfaction and organizational health recognized by childcare teachers on respect for infant rights, and to empirically verify the mediating effect of organizational health in the effect of job satisfaction on respect for infant rights. In addition, based on the verified results, it was intended to provide basic data necessary to implement the respect for the rights of infants and toddlers.
 Methods The study involved 414 childcare teachers working in childcare centers nationwide. A survey was conducted using Google Forms. Job satisfaction was chosen as the independent variable, organizational health as the mediating variable, and respect for children's rights as the dependent variable. Data collected were analyzed using the SPSS program, including reliability testing, correlation analysis, and regression analysis to derive research outcomes.
 Results First, there was a significant correlation between job satisfaction, organizational health, and respect for infant and child rights of child care teachers. Second, in the context of job satisfaction of nursery teachers and respect for the rights of infants and young children, organizational health was found to have a partial-mediated effect.
 Conclusions As a result of this study, it was found that it is an important factor in the job satisfaction and organizational health of childcare teachers for respecting the rights of infants and toddlers. Therefore, it is necessary to improve the work environment and prepare and support measures for teacher welfare so that childcare teachers can satisfy their job performance. In addition, it is necessary to prepare and support policy and institutional improvement measures to become a healthy organization taking into account the organizational structure, organizational climate, and leadership of the institution in which childcare teachers work.

Possibilities of using the method of positive psychotherapy in implementing the concept of Healthy Organizations

Introduction. Modern socio-economic changes and challenges require organizations to look for ways to ensure organizations’ effectiveness. Implementing the concept of healthy organizations is one of such ways. Healthy organizations may use the method of positive psychotherapy (PPT), which is focused on finding resources and developing the potential of the organizations’ personnel. Aim: to determine the possibilities of using the method of positive psychotherapy in implementing the concept of healthy organizations. Methods: analysis and systematization of relevant scientific literature; theoretical analysis of the problem in question; the author's own of counseling and psychotherapeutic experience. Results. The basic principles of the N. Peseschkian’s positive psychotherapy (hope, balance and consultation) are quite effective in implementing the concept of healthy organizations. The N. Peseschkian’s classification of primary and secondary actual capacities has been supplemented. Three subgroups of secondary capacities have been identified (those related to the use of space-and-time and subject environment; activities; interaction with society). Three subgroups of primary capacities, which are related to the emotional attitudes to various objects and establishing contacts with them; attitude to the development of human potential; attitude to the future and faith, have also been identified. The author substantiates the importance of primary and secondary capacities (as conflict potential) for organization staff’s activities. Conclusions. The implementation of the concept of healthy organizations in Ukrainian organizations based on the peculiarities of their functioning in current social and economic conditions, can promote staff’s mental health and organizations’ effectiveness.

Innovative behaviors and eudaimonic well-being: The contribution of human capital sustainability leadership to sustainable career, decent work, decent lives, and healthy lives

To cope with the challenges of 21st-century careers, the research on psychology of sustainability and sustainable development complements the psychology of work perspective with an emphasis on factors that foster the workers’ well-being, decent work, and decent lives in healthy organizations. In this framework, individual eudaimonic well-being (EWB) is among the most relevant factors that may enhance decent and sustainable life projects and careers. Human capital sustainability leadership (HCSL) constitutes a resource for positive relatedness in organizations being linked to EWB. Innovative behaviors (IBs) are crucial for the sustainable development of organizations. This study investigated the relationships between IBs and EWB, testing the mediating role of HCSL in 353 Italian workers, controlling for participants’ age and gender. HCSL fully mediated these relationships and emerged as a promising resource in linking IBs and EWB, supporting workers to achieve sustainable careers, decent work, and decent and healthy lives.

Happiness Management: Theoretical, Practical and Impact

The importance of happiness management is getting attention from the organization's HR because it relates to employee needs and motivations that are not only on financial operations but focus on overall employee welfare. This literature review aims to present the concept of happiness, happiness management practices in the workplace and the effects of happiness in life on activities and conditions relevant to the organization. Research findings, a positive and healthy organization can affect the happiness of its personnel. Companies must create a positive working atmosphere for employee satisfaction, Communication and collaboration, openness is needed which must support thinking, creativity and innovation, increase engagement and emotional work, and foster valuable social relationships. The meaning and purpose of life at work, considering it important to prioritize ethics, beliefs, and values, spiritually that true happiness is about being grateful for blessings and blessings, is also very likely to be associated with certain achievements and successes that are relative among human beings.

Mechanosensory feedback loops during chronic inflammation.

Epithelial tissues are crucial to maintaining healthy organization and compartmentalization in various organs and act as a first line of defense against infection in barrier organs such as the skin, lungs and intestine. Disruption or injury to these barriers can lead to infiltration of resident or foreign microbes, initiating local inflammation. One often overlooked aspect of this response is local changes in tissue mechanics during inflammation. In this mini-review, we summarize known molecular mechanisms linking disruption of epithelial barrier function to mechanical changes in epithelial tissues. We consider direct mechanisms, such as changes in the secretion of extracellular matrix (ECM)-modulating enzymes by immune cells as well as indirect mechanisms including local activation of fibroblasts. We discuss how these mechanical changes can modulate local immune cell activity and inflammation and perturb epithelial homeostasis, further dysregulating epithelial barrier function. We propose that this two-way relationship between loss of barrier function and altered tissue mechanics can lead to a positive feedback loop that further perpetuates inflammation. We discuss this cycle in the context of several chronic inflammatory diseases, including inflammatory bowel disease (IBD), liver disease and cancer, and we present the modulation of tissue mechanics as a new framework for combating chronic inflammation.

Organisational Envy, Teachers’ Job Commitment and Satisfaction in Public Senior Secondary Schools, Education District V, Lagos State, Nigeria

Over the last two decades, the duty of controlling employees' emotions, particularly teachers, has emerged as a critical component of maintaining a successful school environment. While good emotions have acquired value as a result of positive school organisation behaviour, negative emotions in the workplace, especially in schools, have been neglected. This study looked at the link between organisational envy and teachers’ job commitment and satisfaction in public senior secondary schools in Lagos State Educational District V. The study used a correlational and descriptive survey design with simple random sampling. A total of 240 responses from the 300 administered instruments was determined and used for final analysis. The Pearson Product Moment Correlation coefficient was used to evaluate two hypotheses at the 0.05 level of significance. The findings indicate that there is a link between school organisation envy and teachers' work commitment. The study also discovered that school organisation envy is strongly connected to teachers’ job satisfaction. Based on this assumption, the study suggested that in order to create a healthy organisation, school administrators should limit the negative repercussions of envy and they should establish a suitable working atmosphere that would promote cultures of accepting others and reduce envy among instructors.

Coach for positive (Coach4+): using the intersection of positive psychology, positive organisational psychology and executive leadership coaching to facilitate positive leadership outcomes

ABSTRACT There is a growing need for positive leaders to develop and sustain healthy organisations. This need is growing stronger as the world is experiencing a global pandemic, social and political unrest worldwide, the need for diverse, equitable and inclusive work cultures, and a growing call for environmental focus. Leaders are not only expected to drive bottom-line results, but also need to lead mental and physical well-being for their employees. Evidence-based coaching (EBC) and positive psychology coaching (PPC) at the executive and leadership level can be the keys to help leaders. This study strives to help answer the question of whether EBC and PPC directed at executives and leaders can result in positive leadership outcomes. Using nine building blocks (PERMA+4: the original five factors of PERMA; positive emotions, engagement, relationships, meaning, accomplishment, plus four additional factors of physical health, mindset, environment and economic security) this study explores using an EBC and PPC framework the authors title, ‘coaching for positive, or, Coach4+’. This study provides a unique perspective to consider and aims to contribute to the growing base of work in positive psychology coaching. This paper highlights an original case study showing results of the new approach to drive positive leadership outcomes.

Subtle Cutback Management and Exhaustion: Qualitative Job Insecurity as a Mediator in a Sample of Dutch and Belgian Employees

As an answer to crises such as COVID-19, organizations implemented more subtle forms of cutback measures such as wage moderation, loan sacrifice and recruitment freezes aimed at maintaining a financially healthy organization. In this study, the association between subtle cutback management and employee exhaustion was studied, and it was investigated whether this potential linkage can be explained by employee perceptions of increased qualitative job insecurity or the fear that valued features of the job will decrease in the near future. This research thereby extends prior research on the consequences of cutback management as well as regarding the antecedents of qualitative job insecurity. A cross-sectional online survey was conducted on a sample of workers (N = 218) active in various organizations in the Netherlands and Belgium. Regression analysis was applied to test hypotheses. Mediation was investigated by means of Hayes PROCESS macro. The results of the study indicate that there is no direct relationship between subtle cutback measures deployed at the workplace and employee exhaustion. However, the analyses further reveal that subtle cutback management is positively related to the experience of qualitative job insecurity in workers and that enhanced qualitative job insecurity is positively related to employee exhaustion. Qualitative job insecurity fully mediates the relationship between subtle cutback management and employee exhaustion.

Healthy Organization :The importance of its conceptualization.

Healthy Organization :The importance of its conceptualization.

A Systematic Review of Associations and Predictors for Job Satisfaction and Work Engagement in Prehospital Emergency Medical Services-Challenges for the Future.

Ambulance services are changing, and the SARS-CoV-2 pandemic has been a major challenge in the past three years. Job satisfaction and work engagement are important characteristics for a healthy organization and success in one's profession. The purpose of the current systematic review was to evaluate the predictors of job satisfaction and work engagement in prehospital emergency medical service personnel. Electronic databases, such as PubMed, Ovid Medline, Cochrane Library, Scopus, Web of Science, PsycINFO, PSYNDEX, and Embase, were utilized in this review. Predictors (ß coefficient, odds ratio, rho) of higher job satisfaction and work engagement were examined. Only prehospital emergency medical service personnel were considered. The review included 10 studies worldwide with 8358 prehospital emergency medical service personnel (24.9% female). The main predictor for job satisfaction was supervisors' support. Other predictors were younger or middle age and work experience. Emotional exhaustion and depersonalization, as burnout dimensions, were negative predictors for higher job satisfaction or work engagement. Quality demands for health care systems are a significant challenge for future emergency medical services. The psychological and physical strengthening of employees is necessary and includes constant supervision of managers or facilitators.

Human capital sustainability leadership: From personality traits to positive relational management.

Constructing positive and supportive relationships is fundamental for healthy workers and healthy organizations and to cope with the current challenging work scenario. Organizations need to acknowledge the relevance of the relationships for workers and organizational well-being and adopt managing practices that enhance healthy relationships for sustainability and sustainable development. The current research sought to investigate the associations between positive relational management (PRM) and human capital sustainability leadership (HCSL), taking into account personality traits. The big five questionnaire (BFQ), the PRM Scale (PRMS), and the HCSL Scale (HCSLS) were administered to 191 Italian workers. Findings displayed that PRM was able to add incremental variance over personality traits referring to HCSL. In terms of strength-based prevention perspectives for healthy organizations, PRM may be a favorable construct linked to HCSL.

Presenting a Healthy Organization Model based on Collective Participation approach (Case study: Mazandaran Province Industry, Mining and Trade Organization)

The aim of the current research is to present a healthy organization model based on the collective participation approach in the industry, mining and trade organization of Mazandaran province. This research was conducted with a qualitative method and based on the data-driven theory approach. In the qualitative part of the research, 12 people from the research also include all the headquarters staff of the Mazandaran Province Security Organization. Interviews conducted with experts showed that causal conditions include organizational mechanism, strategies, coordination, human resources and performance, strategies include institutional unity, managerial influence, considerateness, constructiveness, morale, support and resources and scientific emphasis, the central category includes, Instrumental, structural, emotional and social cohesion, background conditions including attention to environmental responsiveness, functional dimensions of environmental responsiveness, attention to features in environmental responsiveness and attention to basic values, attention to requirements and requirements of environmental responsiveness, public intervention conditions They include macro-level factors, society culture, government institutions and laws and regulations, and the consequences include internal and external effects on creating a healthy organization based on the collective participation approach. Finally, the current research has been able to present a comprehensive model for the implementation of a healthy organization with a collective participation approach